Laws Governing Pre-employment Tests

A pre-employment test is legal, only if it appropriately screens out protected classes of citizens (such as minorities, physically challenged or females) and also evaluates potential & existing employees only on the topics directly related to their respective job profiles.

The Equal Employment Opportunity Commission (EEOC) enforces employment laws, and these laws affect almost every aspect of the hiring process. It also provides an ‘Employment Tests and Selection Procedures’ fact sheet to make employers aware of pre-employment legal issues.

The pre-employment test should eliminate biases and improve the legal defensibility of the hiring process. According to the EEOC pre-employment testing laws, it's illegal to discriminate on the basis of race, color, religion, age, sex, disability, and nationality.

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Introduction to EEOC laws-

The Equal Employment Opportunity Commission (EEOC) enforces Pre-employment testing laws that prohibit the use of pre-employment tests which discriminate against potential and existing employees.

Laws Enforced by EEOC:

1. Title VII of the Civil Rights Act-

According to this law employers can not discriminate against someone on the basis of race, color, religion, national origin, sex, and age. The amended Title VII makes it illegal to discriminate against a woman because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth.

2. Title I of the Americans with Disabilities Act-

According to this law it’s illegal to discriminate against a qualified person with a disability in the private sector and in state and local governments. Under this act, employers cannot use a way of pre-employment screening which supports discrimination of qualified candidates based on their mental and physical disability.

3. Age Discrimination in Employment Act-

The law says employers cannot make use of pre-employment screening test to discriminate people who are 40 or older. The law makes it illegal if the employer uses a pre-employment test for people who are older than 40 when it’s not required for all individuals to take the same test. The Age discrimination law also prohibits the screening process that disproportionately affects applicants aged 40 years and older. Even if the test is necessary for all the individuals. To help you understand things better, iMocha has compiled a checklist that is easy to understand and use. You can view the checklist below or download it for your future reference.

To help you understand things better, here's a checklist that is easy to understand and use. You can view the checklist below or download it for your future reference.

EEOC compliance checklist

PRE-EMPLOYMENT TESTS 101

FOR EMPLOYERS

FOR CANDIDATES

A quick list of FAQs for candidates